Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer familiar with the complexities of work law. We will assist you browse this complicated process.

We represent companies and employees in disagreements and lawsuits before administrative agencies, federal courts, and state courts. We likewise represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the problems we can manage in your place:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religion, equal pay, disability, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can talk with among our employee about your situation.

To seek advice from with an experienced work law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not endure discrimination of any kind. After we discover more about the case, we will discuss your options. We will likewise:

– Gather proof that supports your claims.
– Interview your coworkers, boss, and other associated parties.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant company.
– Establish what changes or accommodations could fulfill your requirements

Your labor and employment lawyer’s main objective is to protect your legal rights.

For how long do You Have to File Your Orlando Employment Case?

Employment and labor cases generally do not fall under individual injury law, so the time frame for taking legal action is much shorter than some may expect.

Per the EEOC, you normally have up to 180 days to submit your case. This timeline might be longer based upon your scenario. You could have 300 days to file. This makes seeking legal action important. If you stop working to file your case within the appropriate period, you could be ineligible to continue.

Orlando Employment Law Lawyer Near Me.
855-780-9986

We Can Manage Your Employment Litigation Case

If an employer violates federal laws, such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), employment litigation might end up being needed.

Employment lawsuits involves issues consisting of (but not limited to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against secured statuses, consisting of sex, special needs, and race

Much of the problems listed above are federal criminal offenses and should be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who require to take some time from work for certain medical or household reasons. The FMLA allows the worker to take leave and return to their task later.

In addition, the FMLA provides family leave for military service members and their families– if the leave is associated to that service member’s military commitments.

For the FMLA to apply:

– The employer needs to have at least 50 workers.
– The staff member must have worked for the company for at least 12 months.
– The employee needs to have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when a worker is rejected leave or retaliated against for attempting to depart. For instance, it is unlawful for an employer to deny or prevent an employee from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire a worker or cancel his medical insurance since he took FMLA leave.
– The employer needs to reinstate the worker to the position he held when leave began.
– The employer also can not demote the worker or transfer them to another place.
– A company must alert a staff member in writing of his FMLA leave rights, specifically when the company is mindful that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer violates the FMLA, a worker might be entitled to recuperate any financial losses suffered, including:

– Lost pay.
– Lost benefits.
– Various out-of-pocket costs

That amount is doubled if the court or jury finds that the company acted in bad faith and unreasonably.

Click to contact our Orlando Employment Lawyers today

You are Protected from Discrimination in Florida

Both federal and Florida laws prohibit discrimination based on:

– Religion.
– Disability.
– Race.
– Sex.
– Marital status.
– National origin.
– Color.
– Pregnancy.
– Age (normally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic info

Florida laws specifically prohibit discrimination versus people based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the office just because of their age. If you’ve been a victim of age discrimination, Bogin, Munns & Munns is here to represent you.

Under the Age Discrimination in Employment Act of 1967, it is unlawful to discriminate versus a specific due to the fact that they are over the age of 40. Age discrimination can often cause negative psychological results.

Our work and labor attorneys comprehend how this can impact an individual, which is why we supply compassionate and personalized legal care.

How Age Discrimination can Emerge

We position our clients’ legal requirements before our own, no matter what. You should have a skilled age discrimination attorney to protect your rights if you are dealing with these circumstances:

– Restricted job development based upon age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination versus opportunities

We can show that age was an identifying element in your employer’s choice to reject you specific things. If you feel like you have actually been rejected opportunities or treated unjustly, the work lawyers at our law company are here to represent you.

Submit an Assessment Request form today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on genetic info is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts companies and medical insurance business from victimizing individuals if, based upon their genetic info, they are discovered to have an above-average threat of establishing serious illnesses or conditions.

It is likewise prohibited for employers to utilize the hereditary information of candidates and workers as the basis for particular choices, consisting of work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act prohibits employers from victimizing candidates and staff members on the basis of pregnancy and associated conditions.

The very same law also protects pregnant ladies against work environment harassment and secures the same impairment rights for pregnant workers as non-pregnant employees.

Your Veteran Status must not Matter in the Workplace

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) protects veterans from discrimination and retaliation in regard to:

– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will investigate your situation to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from discriminating versus employees and candidates based on their citizenship status. This includes:

– S. citizens.
– Asylees.
– Refugees.
– Recent irreversible locals.
– Temporary citizens

However, if a long-term citizen does not make an application for naturalization within 6 months of becoming qualified, they will not be secured from citizenship status discrimination.

We Protect those Affected by Disability Discrimination

According to the Centers for Disease Control and Prevention (CDC), over 60 million Americans deal with specials needs. Unfortunately, numerous companies refuse jobs to these individuals. Some employers even reject their handicapped workers sensible accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando impairment rights attorneys have substantial understanding and experience litigating special needs discrimination cases. We have devoted ourselves to safeguarding the rights of individuals with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on special needs is prohibited. Under the ADA, an employer can not discriminate against a candidate based upon any physical or psychological constraint.

It is prohibited to victimize qualified individuals with specials needs in almost any element of employment, consisting of, but not restricted to:

– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promotions.
– Wages and payment.
– Benefits

We represent people who have been denied access to employment, education, organization, and even federal government centers. If you feel you have actually been discriminated against based upon an impairment, consider working with our Central Florida disability rights team. We can figure out if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the workplace, let the attorneys at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 restricts discrimination based upon a person’s skin color. Any actions or harassment by companies based upon race is an offense of the Civil liberty Act and is cause for a legal fit.

Some examples of civil liberties offenses consist of:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s opportunity for job improvement or chance based on race
– Victimizing an employee due to the fact that of their association with people of a specific race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a kind of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws use to essentially all employers and employment service.

Sexual harassment laws safeguard employees from:

– Sexual advances
– Verbal or physical conduct of a sexual nature
– Requests for sexual favors
– Sexual jokes

Employers bear a duty to keep an office that is devoid of unwanted sexual advances. Our company can provide comprehensive legal representation concerning your employment or unwanted sexual advances matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to assist you if a worker, coworker, employer, or manager in the hospitality market broke federal or regional laws. We can take legal action for workplace offenses including areas such as:

– Wrongful termination
– Discrimination versus safeguarded groups
– Disability rights
– FMLA rights

While Orlando is one of America’s greatest traveler locations, staff members who work at amusement park, hotels, and restaurants are worthy of to have equal opportunities. We can take legal action if your rights were breached in these settings.

You Can not Be Victimized Based on Your National Origin

National origin discrimination involves treating individuals (candidates or staff members) unfavorably since they are from a specific country, referall.us have an accent, or seem of a specific ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably because they are married to (or connected with) a person of a certain national origin. Discrimination can even occur when the employee and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any element of employment, including:

– Hiring
– Firing
– Pay
– Job assignments
– Promotions
– Layoffs
– Training
– Additional benefit
– Any other term or condition of employment

It is unlawful to bother an individual due to the fact that of his/her nationwide origin. Harassment can consist of, for instance, offending or derogatory remarks about an individual’s national origin, accent, or ethnic background.

Although the law does not prohibit easy teasing, offhand remarks, or isolated incidents, harassment is prohibited when it creates a hostile work environment.

The harasser can be the victim’s supervisor, a coworker, or somebody who is not a worker, such as a customer or client.

” English-Only” Rules Are Illegal

The law makes it illegal for a company to execute policies that target certain populations and are not essential to the operation of business. For instance, an employer can not require you to talk without an accent if doing so would not hinder your occupational duties.

An employer can only need a staff member to speak fluent English if this is needed to carry out the task efficiently. So, for example, your company can not avoid you from speaking Spanish to your coworker on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, employers can discover themselves the target of employment-related lawsuits despite their finest practices. Some claims likewise subject the company officer to personal liability.

Employment laws are intricate and changing all the time. It is crucial to consider partnering with a labor and employment lawyer in Orlando. We can browse your hard situation.

Our lawyers represent companies in litigation before administrative companies, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.

We Can Help with the Following Issues

If you find yourself the subject of a labor and employment claim, here are some circumstances we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate disabilities
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment payment claims
– And other matters

We comprehend work litigation is charged with feelings and negative promotion. However, we can help our clients lessen these unfavorable results.

We also can be proactive in assisting our clients with the preparation and upkeep of employee handbooks and policies for distribution and associated training. Often times, this proactive technique will work as an included defense to prospective claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 areas throughout Florida. We are pleased to satisfy you in the location that is most convenient for you. With our main office in Orlando, we have 12 other workplaces in:

– Clermont
– Cocoa
– Daytona
– Gainesville
– Kissimmee
– Leesburg
– Melbourne
– Ocala
– Orange City
– Cloud
– Titusville
– The Villages

Our labor and work lawyers are here to assist you if a worker, colleague, company, or supervisor broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter concerning discrimination, wrongful termination, or harassment complete our online Employment Law Questionnaire (for both employees and employers).

We will review your responses and give you a call. During this short conversation, an attorney will discuss your current circumstance and legal options. You can likewise contact us to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I ensure my employer accommodates my disability? It is up to the staff member to make certain the company understands of the special needs and to let the company know that a lodging is required.

It is not the employer’s duty to acknowledge that the employee has a need first.

Once a request is made, the worker and the employer need to work together to find if lodgings are really required, and if so, what they will be.

Both parties have a duty to be cooperative.

An employer can not propose just one unhelpful choice and after that decline to use more alternatives, and staff members can not decline to describe which tasks are being impeded by their impairment or refuse to give medical proof of their impairment.

If the staff member declines to provide relevant medical evidence or explain why the accommodation is needed, the company can not be held accountable for not making the lodging.

Even if an individual is completing a task application, an employer may be needed to make accommodations to assist the applicant in filling it out.

However, like a staff member, the candidate is responsible for letting the employer know that an accommodation is needed.

Then it is up to the employer to work with the applicant to finish the application procedure.

– Does a potential company have to tell me why I didn’t get the job? No, they do not. Employers might even be advised by their legal teams not to offer any factor when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII safeguards people from discrimination in elements of work, including (but not limited to) pay, classification, termination, hiring, work training, referral, promo, and advantages based on (among other things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being sued by among my former workers. What are my rights? Your rights include an ability to strongly defend the claim. Or, if you view there to be liability, you have every right to engage in settlement conversations.

However, you should have an employment attorney assist you with your valuation of the level of liability and possible damages dealing with the company before you make a decision on whether to combat or settle.

– How can a Lawyer protect my organizations if I’m being unfairly targeted in an employment related lawsuit? It is constantly best for an employer to speak to a work legal representative at the inception of an issue rather than waiting till match is filed. Often times, the attorney can head-off a prospective claim either through negotiation or official resolution.

Employers also have rights not to be demanded unimportant claims.

While the problem of evidence is upon the employer to prove to the court that the claim is pointless, if effective, and the company wins the case, it can develop a right to an award of their attorney’s costs payable by the staff member.

Such right is typically not otherwise readily available under many work law statutes.

– What must an employer do after the company gets notice of a claim? Promptly call an employment legal representative. There are considerable deadlines and other requirements in reacting to a claim that need expertise in work law.

When meeting with the attorney, have him discuss his opinion of the liability dangers and level of damages.

You ought to likewise develop a strategy of action regarding whether to try an early settlement or fight all the way through trial.

– Do I have to validate the citizenship of my employees if I am a small company owner? Yes. Employers in the U.S. must validate both the identity and the employment eligibility of each of their workers.

They need to also verify whether or not their employees are U.S. residents. These policies were enacted by the Immigration Reform and Control Act.

A company would submit an I-9 (Employment Eligibility Verification Form) and examine the staff members submitted documentation alleging eligibility.

By law, the company should keep the I-9 kinds for all workers up until 3 years after the date of hiring, or until 1 year after termination (whichever comes last).

– I pay some of my staff members an income. That implies I do not need to pay them overtime, remedy? No, paying a worker a true salary is but one action in effectively categorizing them as exempt from the overtime requirements under federal law.

They must likewise fit the “duties test” which needs particular task tasks (and absence of others) before they can be thought about exempt under the law.

– How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), eligible personal employers are required to for selected military, family, and medical reasons.